Needs analysis

Staff member role (manager, program officer or GS staff)	Task	Knowledge Needed
Managers	"Ensure a gender perspective in communication (public statements, media interventions), meetings (with Government officials, donors, UN entities, etc.), and partnerships (civil society organizations, National Human Rights Institutions, etc.).”
Managers	“Create a working environment that is conducive to gender equality (e.g. flexible working arrangements, zero tolerance for sexual harassment and sexist remarks) and encourage that staff under the manager’s supervision have at least one activity related to gender in their E-performance workplan.”
Professional staff	“Ensure that the rights of women and men are equally addressed in analysing the human rights situation and throughout the programming cycle.”
Professional staff	“Whenever possible, ensure that a gender dimension is reflected in written documents (including reports, briefing notes, talking points, press releases, statements, webstories) and that these documents use gender-sensitive language.”
General service staff	“Bring to the attention of the relevant staff considerations related to gender in documents, procurement processes, and recruitment, including the granting of equal consideration to male and female candidates in the recruitment of consultants.”
General service staff	“Bring to the attention of the relevant staff considerations related to gender in documents, procurement processes, and recruitment, including the granting of equal consideration to male and female candidates in the recruitment of consultants.”

The table should document the activities OHCHR staff (managers, program officers, and general service staff) need to be able to perform to efficiently integrate gender into their work, and the related knowledge needed. This will help us to double check that we are on the right track with objectives and content of the module.